-- Robert T. Kiyosaki
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The Cayman Islands will owe a huge debt to the world’s largest cruise line, Carnival, as its government finally announced that the country will go forward with a very controversial plan to build cruise ship piers in George Town harbor. The move will unquestionably help secure the Caymans as a major player in the cruise […]
The post New Cayman Islands Port Expected To Begin Construction October 2015 appeared first on Miami Personal Injury Lawyer.Read More
Problem solving is part of every contractor’s job description. Whether it is figuring out how to make up for time lost to bad weather or selecting a suitable replacement for a key material ingredient now out of stock, a contractor must quickly tackle these every day construction challenges so as to keep the project on track. However, too often the initial approach is to accept and analyze the problem as it is presented, and this could well be the wrong path to pursue.
For example, take the drawing below. Rather than accept it as-is, turn the problem on its head, literally. You’ll see that the answer may be right in front of you.
Our Miami consumer fraud lawyers are currently investigating claims against Volkswagen, the world’s largest automaker, following the revelation that it has participated in one of the biggest scandals in United States automotive history. For decades Volkswagen has purposely marketed its cars as green and environmentally friendly to lure buyers into purchasing its diesel-engine models. Last […]Read More
Our cruise ship accident lawyers investigate dozens of potential claims every day from passengers around the world. Perhaps the most common question we are asked is, “What is my case worth?” Every cruise ship accident case is different, based upon what I believe are the three most crucial facts What did the cruise line do […]
The post How Can I Sue a Cruise Line For a Personal Injury? appeared first on Miami Personal Injury Lawyer.Read More
To keep your construction business intact, you must have non-solicitation, non-competition and non-disclosure agreements in place with your key employees.
A non-solicitation agreement prohibits an ex-employee from asking your customers as well as your employees to leave you. A non-competition covenant does exactly what it says – it is a promise by your employees that they won’t go out and compete with you. And a non-disclosure agreement keeps your confidential information private and secret.
While it is bad enough to have an ex-employee go over to a competing company, it is surely much worse to have him or her begin calling on your customers and your current employees, asking that they come over to the competition. Worse, you wouldn’t want that confidential and proprietary information, which you have developed for your business, made available to your competitors. Everything from customer preferences, sales figures, vendor arrangements to unique formulas, proprietary software, and specialized techniques acquired over years of trial and error – all belong to you and need to be protected. The last thing you want to see is an ex-employee using the knowledge and experience gained at your expense. That’s why a non-disclosure agreement is also critical.
When drafting these agreements, keep in mind that the initial threshold requirement to their enforcement can sometimes be the most difficult – you’ll need to show that there is a legitimate business interest that needs to be protected. Keeping proprietary and confidential information, trade secrets or customer lists from getting in the hands of a third party is such a legitimate interest. And even after establishing this requirement, you will still need to show that the restriction being imposed is not overly broad but is limited to those geographic areas related to your business. Any restriction should not be unnecessarily long – two years has become customary in many jurisdictions. Finally, the employee must receive some benefit for agreeing to these covenants. To sum up, the restrictions you impose must be necessary to protect your interests, reasonable in time and scope, supported by consideration or benefit, and uniformly applied if they are to be enforceable.
Remember, each restrictive agreement is fact specific – one size does not fit all. For example, some employers think they can have employees sign such agreements anytime – even after they’ve been working atRead More